SMHC-CPRE Invitational Conference

Creating Urban School Principals

November 18, 2008LaVerne Srinivasan, President

2

• The role of the principal in human capital strategy• Our organization• Our vision, mission, and goals• Our partnership approach (district and other partnerships)• Our program• Our learning: the Urban Excellence Framework & EPIC• Our results

New Leaders for New Schools

3

The Role of the Principal in a Human Capital Strategy

The role of the principal is key to consider when developing a human capital strategy because it is:

• Critical: Principals, as human capital managers in their schools, impact all other human capital initiatives in the district.

• Scalable: While teacher-by-teacher strategies must impact a relatively large number of teachers (1+ per district classroom), even in the largest districts, the number of principals is orders of magnitude less (1 per school.)

• High-Impact: Research shows that a principal’s leadership accounts for a quarter of a school’s achievement gains.

• High-Leverage: Principals sit close enough to district leadership to be ambassadors for district-wide initiatives and reform efforts; at the same time, their impact is felt “on the ground” in the classrooms where teaching & learning happens.

4

Launched in 2000, New Leaders for New Schools is a national social enterprise dedicated to transforming public education.

• World-class organization with 568 New Leaders serving in 9 cities nationwide.

• Named NewSchools Venture Fund’s Organization of the Year in education in 2008.

• Recipient of Fast Company/Monitor Group’s Social Capitalist Award for 5 consecutive years. • Formed deep partnerships with nine school districts and major supporters such as the Gates Foundation, Michael & Susan Dell Foundation, Carnegie Corporation, and dozens of other individual, corporate, and foundation partners.

Our Organization

5

Our Vision, Mission, &Goals

One day every student will graduate from high school ready for success in college, careers, and citizenship – in at least 10 US cities by 2020.

Vision

MissionTo ensure high academic achievement for every student by attracting and

preparing outstanding leaders and supporting the performance of the urban public schools they lead at scale.

Goal ISchool Performance at Scale

Goal II

Mission-Driven, High-Quality Principals at Scale to Support City-Wide Success for All Students

Goal III

World-Class, Scalable, Sustainable Organization and Innovative “Action Tank”

6

• Age of New Leaders: 24 – 57 years old (average is mid-30s)• Average Years Teaching Experience: 7 years• Percent Female New Leaders: 67%• Percent of New Leaders of Color: 68%• Percent of New Leaders with Advanced Degrees: 87%

WHO WE ARE: OUR NEW LEADERSWHO WE ARE: OUR NEW LEADERS

SCHOOLS WE SERVESCHOOLS WE SERVE

Our mission is to train leaders to serve in significantly higher-need schools when compared with the rest of schools in the U.S.

• Percent of Low-Income Students Served in New Leaders Schools: 76%• Compared to 38% national average

• K-12 education, roughly ½ elementary, ½ secondary• New Leaders in District Schools: 74%• New Leaders in Charter Schools: 26%

Driven, results-focused, and diverse current and former educators

Our New Leaders & Their Schools

7

Our Partners & Community

Text

New Leaders is in 9 districts nationally—including 5 of the largest 25—and expects to grow to approximately 13 by 2014

• Baltimore

• Bay Area

• Chicago

• Memphis

• Milwaukee

• New Orleans*

• New York

• Prince Georges County

• Washington, D.C.

8

Our Partnerships

1. To benefit from the incredible New Leaders we find for their schools to impact student achievement***

2. To benefit from the presence of our training program & have other principals learn from it

3. To take advantage of our learning about school leadership & successful urban public schools

4. To bring financial resources into the district

5. To provide their principals with a national community of best practices sharing

6. To have us as a major part of the reform efforts / redesign of the school system

7. To bring our expertise to bear on aspects of reform in the school system

8. To bring a nationally known program to their district

9. To avoid the time, cost, and risk involved in starting up their own leadership academy

10. To take advantage of our experience and hit the ground running in the start up process

Top 10 Reasons Districts Seek To Partner with Us

9

New Leaders has created a scalable model to drive student achievement through highly effective school leadership and management.

Recruit Select OutcomesTrain & Develop

Support

Commitment and Capacity to Improve Measurable Student Achievement Results

Ongoing Analysis of Data

Our Program

10

Our Program

STEP 1:ONLINE

APPLICATION

STEP 1:ONLINE

APPLICATION

STEP 3.FINALIST

SELECTION DAY

STEP 3.FINALIST

SELECTION DAY

STEP 2. FIRST

ROUND INTERVIEW

STEP 2. FIRST

ROUND INTERVIEW

STEP 4: REFERENCE

CHECKS

STEP 4: REFERENCE

CHECKS

Our rigorous selection process has proven successful on a national scale in identifying high quality candidates.

• Submit short-answers

• Submit 3 essays

• Meet minimum requirements in becoming a public school principal

• Approximately 2 hours

• Case study presentation

• Deeply explore reasons for wanting to become an urban public school principal

• Full day of interviews

• “Day in the Life of a principal”

• Written case studies

• Final decisions are not made without complete materials (transcripts, certificates, references, essays)

Selection and Admission of High Quality New Leaders

Our Process Results in Heightened Selectivity

Nationally50% of candidates advance to first round interviews50% of candidates advance to finalist selection day

33% of candidates advance to the finalist round

For a total selectivity nationally of 7%

11

Our Program

Our selection process is performance based. The ten selection criteria outlined below serve as the basis for all of our admissions decisions.

BELIEFS AND ORIENTATION •Belief & Urgency that All Students Will Excel Academically •Personal Responsibility & Relentless Drive•Results Orientation

TEACHING AND LEARNING •Knowledge of Teaching and Learning

STRATEGIC MANAGEMENT•Problem Solving •Project Management to Deliver Results

PERSONAL QUALITIES•Adult Leadership•Communication and Listening •Interpersonal Skills•Self-Awareness and Commitment to Ongoing Learning

Selection and Admission of High Quality New Leaders

12

Our Program

After our rigorous selection process, our program model provides intensive training and ongoing school support, enabling New Leaders to become outstanding principals of urban public schools focused on

raising the bar of student achievement.

Training and Development of High Quality New Leaders

Residency Year

Rigorous five-week summer training programAdditional week focused on new school start-upLed by outstanding principals and national education and businesBegins skill development in School and Personal LeadershipNational community of peers focused on common goals

Direct responsibility for student achievement and coaching teachersActive mentoring from Leadership CoachWeekly meetings for ongoing development, training and peer supportWork closely with mentor principal and serve on School Leadership TeamFour week-long seminars build on Foundations courseworkResults in administrative certificationOpportunity to learn from national network of colleagues

cipals and leadership teams.cipals and leadership teams.

Additional week focused on new school

Led by outstanding principals and national education and business leaders

Begins skill development in School and Personal Leadership

National community of peers focused on common goals

Active mentoring from Leadership Coach Weekly meetings for ongoing development, Results in administrative certification

Ongoing specialized coaching for novice principals through weekly meetings, and direct support for day-to-day challenges faced at residency sites. Individualized professional development support for principals and leadership teams

Access to interim assessment bank and support Professional development opportunities Principal Leadership team development support

Yr 1

Be

yon

d Y

r 2

Summer Foundations

First Year AsPrincipal

Beyond First Year As Principal

Yr 2

Community of New Leader principals to share most promising practices and the best of education research

Ongoing school diagnostics and action planning

Access to EPIC knowledge system, UEF

Access to EPIC knowledge system, UEF

13

Our Learning: Context & Differentiation

We are committed to continuous learning:

- to improve our program’s core functions

- to increase differentiation

- to share with our principals and partners

- to provide evidence that sustainable, scalable outcomes are possible

14

Urban Excellence Framework Research

Urban Excellence Framework Research

Effective PracticeIncentive Community(EPIC)

Effective PracticeIncentive Community(EPIC)

Internal Data:Selection, Training, Support,Achievement

Internal Data:Selection, Training, Support,Achievement

RAND World Class Evaluation

RAND World Class Evaluation

Integrated Analyses of Quantitative & Qualitative Data Across Program Components

Integrated Analyses of Quantitative & Qualitative Data Across Program Components

Program & Data Areas

OrganizationalLearning Plan

Immediate Program Improvement

FindingsRe-Tested inPractice

LearningShared withPartners

Learning Shared with Policymakers

Impact

Our continuous cycle of learning drives internal and external change.

Action Tank: Learning from Our Work

1515

• The Urban Excellence Framework (UEF) is our research-based theory of action about what happens in schools making dramatic gains and reaching high graduation rates and proficiency levels.

• The UEF drives the alignment of training, development, and support to ensure high levels of student achievement.

• In order to reach these student achievement goals and bring the Urban Excellence Framework practices to life consistently in schools, we are executing on three priority initiatives:

– Strengthen the Aspiring Principals Initiative to ensure that our Aspiring and First Year Principals have the knowledge and skills that we have learned are necessary given our analysis of what happens in dramatic gains schools

– Support school-level transformation in schools led by New Leaders principals

– Support system capacity and context necessary to help reach student achievement goals in schools led by New Leaders principals

The Urban Excellence Framework

Learning Into Action: The UEF

1616

THE URBAN EXCELLENCE FRAMEWORKTeaching & Learning School-wide Culture High Quality Staff Aligned

with VisionSystems & Operations

Rigorous, Aligned Curriculum Inspiring Vision and Belief-Driven Culture of High Expectations

Recruitment, Selection & Recognition of Aligned Staff

Strategic Planning & Information Management

Consistent Approach to Teaching & Learning

Genuine Adult-Student and Adult-Adult Relationships Flourish in the School

Clear Roles, Responsibilities, Accountabilities for Staff

Strategic & Effective Use of Time

Use of Data to Drive Instructional Improvement

Students Embrace Academic Success, Working Hard, and School-Wide Beliefs

Performance Management Budget Aligned to Strategic Plan

Consistent Feedback and Professional Learning to Drive Instructional Improvement

Parent Engagement in Student Learning

Professional/Individual Development

Facility Supports Mission & Instructional Program

Pyramid of Academic Interventions

Student Conduct Permits Focus on Learning

High-Performing Leadership Team

Effective Systems and Tools Institutionalize the Key Work of the School

The Urban Excellence Framework

1717

The UEF

The UEF

EPICEPIC

The Urban Excellence Framework identifies key leverage points that school leaders must address at different stages of a school’s trajectory, the actions they take to make changes, and the associated school practices that make a difference for student outcomes. The Effective Practice Incentive Community (EPIC) program drives student performance by rewarding educators in schools making student achievement gains for sharing effective practices aligned with key leverage points with colleagues in their own district and with other educators across the country.

The UEF is refined annually by rigorous achievement analysis, fieldwork in high-gaining New Leaders’ schools, and what is learned in EPIC award winning schools – including validation of current UEF practices and identification of practices not yet included in the UEF.

EPIC is a knowledge system and online community that provides real life examples of practices used by educators driving student achievement gains at different places on the proficiency continuum, aligned to the UEF.

EPIC..• Is organized to the UEF• Provides the opportunity to

capture and distribute practices identified as critical to school improvement by the UEF

• Provides the means to inform refinement of the UEF by what’s learned in high-gain schools

The UEF is refined by what is learned in

EPIC award-winning schools – validation and or identification of practices not yet included in the UEF.

EPIC and the Urban Excellence Framework

The Effective Practice Incentive Community

18

• RAND has found elementary and middle schools led by New Leaders for 3+ years outperform school systems by statistically significant margins.

• New Leaders-led schools show higher graduation rates compared to their districts, and RAND found the difference to be statistically significant.

• While most New Leaders outperform their district counterparts, a third of New Leaders’ principals have achieved breakthrough achievement gains of 20+ points a year.

• 5 schools were the highest achieving or improved schools in their cities; 2 of these were the most improved in their states, and two others have received federal honors.

• In one of these schools this past spring, 100% of seniors graduated and went on to 4-year colleges.

• Seven New Leaders-led schools have been identified through independent assessments as EPIC award-winning schools for achievement gains

Initial results are positive, and we are working to accelerate this progress to reach our goal of transformation at scale.

Our Results